đ Hiya, work bestie!
Itâs that time of year again, performance review season. And if you just groaned, I totally get it. Most people see performance reviews like a trip to the DMV: an annoying box to check before getting back to the real work. But I'm seeing them differently now. As a manager, this isnât just another thing on my to-do listâit's honestly one of the most important parts of my job. And itâs one of the best tools I have to help people grow.
While performance reviews are a natural time for feedback, no one should ever feel blindsided. If that happens, that manager really needs to step their feedback game up. They need to start thinking about feedback like driving a carâyou donât wait until youâre in a ditch to jerk the wheel. You make the little nudges along the way to keep the car on the road.
You also donât just stare out the windshield the whole timeâyou check your mirrors and ask the other people in the car to check your blind spots. Thatâs exactly what a good performance review does. Youâre getting insights from your manager and your peers because no one person ever has the full picture.
How would you rate your performance lately? Have you been keeping a steady pace, following the road signs, and getting to your destinations on time?
How do you think your peers feel about the trip? Have you been letting them take the wheel every now and then, or at least help pick the playlist?
Managers, in particular, arenât just looking at how youâre doing right nowâtheyâre thinking about your future potential. They usually have a pretty good view of where you are and where you should be going. A lot of them even use a 9-box grid to sort things out. Think of it like a simple chart that maps out high, medium, and low performance vs. potential.
Which box do you think youâd land in right now? Are you flooring it in the fast lane, cruising at a steady speed, or pulled over on the shoulder somewhere?
How others see you can shape your career in big ways. If youâre looking for a new job, a solid referral can make all the difference. If youâre after a big promotion, having your manager in your corner is key. The best way to make that happen? Consistently showing that you're a strong performer with a lot of potential.
So when your next performance review rolls around, donât treat it like just another formality. Use it as a chance to get the full picture of where you stand and what nudges you need to make to keep moving forward. Donât just think about how you feel youâre doingâget real feedback on how others see your work and trajectory. The best way to do that? Show up to your review with honesty, openness, and curiosity.
The deep dive? If you feel like youâre not performing at your best or arenât reaching your full potential, it might be time to check in on your motivation. If performance is the output, motivation is the fuel in your tank. Check out Drive: The Surprising Truth About What Motivates Us by Daniel Pink.
Keep moving forward,
âď¸ Kirby